BFI PAKISTAN

Human resource a view of
performance appraisal
Generally there are two things, which determine how successful a performance appraisal system is in place in an organization.


1. The contents/design of the performance appraisal form
2. The number in which performance appraisal is conducted

Organization use performance appraisal records for a variety of things. But the best way to utilizing them is to develop people and approve their performance though a clear understanding of their work goals; so that they realize and reach what maslow “self actualization”.

The achievement of the stated objective is the mutual responsibility of both the reporting officer and the subordinate by making the appraisal process as objective as possible. It should be a joint effort and participation which should be conducted as a sensitive and positive exercise rather than being one sided, evaluate and judgmental.

Components of performance appraisal

1. Targets / estimated performance should be mutually agreed.
2. Appraiser should identify the Training and Development needs of the appraise.
3. Analysis and recording of the employee’s performance parameters, after mutual discussion.
4. Rating on personal attributes of the employee.

Following should be considered in appraisal

• Task / goal

Emphasis should be setting of key Results task / individual goals which drive from organization vision mission, and objectives.
• Rate

When the appraiser rates on employee, mere execution of the routine position responsibilities should not be given excellent /outstanding ratings.
• Identify of training needs
It becomes the responsibility of reporting officer to ensure that such training needs are taken care of on a timely basis. If not provided, next year appraisal report should highlight it and employee should be given due weightage on his performance.

• Self appraisal

Self appraisal is an important feature of the appraisal format for it provides a perspective from employee’s point of view. It communicates his contributions, accomplishments and reflections on various issues.

• Analysis of performance

Analysis of performance of the employee through mutual discussion is very crucial aspect where the design of performance appraisal format is of less importance than the process conducting it.
• How to conduct appraisal

All reporting officer in an organization must be well versed in conducting the appraisal process, as it brings consistency in evaluation across the organization not benefiting a few because of the functional area they are in or to a particular reporting officer they are attached to
• Top management involvement
Top management should execute its commitment toward a fair and objective performance appraisal process and actions taken on appraisal records should be timely, objective and specific. Line manager should be asked to conduct appraisal and utilize it properly for organization’s benefit.